Page 75 - Consolidated Non Financial Statement

Banca Ifis

| 2020 Consolidated Non-Financial Statement
5.2 Promotion and development of employees

Policies and other reference documentation
• Code of Ethics
• Group employee management policy

These are challenging times for the Bank and the entire credit industry, requiring dramatic changes in terms of new
technologies as well as skills. Banca Ifis strives to develop training plans based on the concept of continuous
learning and dynamically managing the skills and careers of human resources.

Another key aspect is guaranteeing transparent performance review systems and professional growth plans for
the Group's entire population, allowing all employees to work to the best of their abilities.

Training
Training is key to the Banca Ifis Group for constantly upgrading employee skills - which is crucial for growing the
business and retaining talent. An adequate training positively impacts the performance and effectiveness of
employees as well as external agents, the dissemination of the corporate culture, and engagement. This has positive
implications also for customers, as complying with professional standards, promoting a culture of preventing risks, and
empowering the members of the network influence the quality of the service rendered. Mandatory training required by
law also plays a crucial role, as it prevents employees and the Bank from committing, including unwittingly, acts that
could constitute criminal offences.

Every year, based on the result of the performance appraisal process and the training needs identified, Banca Ifis
designs, prepares and implements a Training Plan for all employees. Said Plan is proposed by the Human Resources
Development and Training function and approved by the Chief Executive Officer.

[GRI 404-2 a.]
The Group supports its employees' professional growth through:

• basic training, aimed at providing general information about the company's operations, products, services, and
procedures;
• career mobility, intended to build specialist, business, and management skills;
• specific professional growth projects tailored to the different types of positions / employee categories or
clusters.
[GRI 404-2]
Training programmes cover three main areas:

• managerial, behavioural and technical training, based on the staff evaluation process;
• mandatory training relative to: administrative liability of entities pursuant to Italian Legislative Decree no.
231/2001, operative requirements linked to the regulations on banking transparency, anti-money laundering,
worker health and safety, IT security, regulation on personal data protection and business continuity, IVASS
and MiFID 2;
• training courses for contingent or emerging needs, such as organizational changes, regulatory changes or
new business priorities, which may require specific knowledge in certain areas to ensure the acquisition of
specific skills in a short time.

Based on the topic to explore and the target level of knowledge, the Human Resources Development and Training
function identifies the most effective and efficient training method among such options as management and behavioural
training workshops (in-house and external), specialised technical training (in-house and external), on-line courses,
external seminars / conferences, training on the job, coaching, and one-to-one training.

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